How to build a performance review process that benefits both the company and employees.
The how and why of performance review calibration
Review calibration is when the people teams train and teach managers to apply a company standard when reviewing their direct reports’ performance at work.
5 Best Practices to Increase Your Performance Review Participation Rates
We interviewed several People Ops leaders about performance review participation and made a list of their best tips for getting managers and employees to finish their reviews.
Performance Review Examples: The Essential Guide for Managers
Figure out your perfect formula for writing good performance reviews and questions.
HR’s Guide to Performance Review Questions
How you structure performance review questions will have a significant impact on your next review cycle and the data you collect.
The Value of Self, Manager, Peer, and Upward Feedback in a Performance Review Cycle
Review cycles are an opportunity to take a step back and think about what’s working and what can be improved, on the individual, team, and company levels.
What to expect from your first ever performance review
If you’ve never had a performance review before, preparing for one might be stressful. Use this handy guide to know what to expect.
Why your performance reviews shouldn't surprise you...and reasons why it might
Performance reviews can be very intimidating -- studies have shown it can even put your brain in “flight or fight” mode. However, performance reviews need not produce such reactions -- mostly because you should already know what’s going to be in your performance review.
Your performance review is next week. Here’s what you need to do.
We’ve got some advice for maximizing your time in the seven days before the big day. We want to make sure you leave your review feeling confident about the year behind you and the year ahead of you.
How your brain responds to performance reviews
How to prepare for your next performance review
It’s that time of the year again...performance reviews. Follow this roadmap from Lattice to ace your next performance review.
How The Performance Review Impacts Your Bottom Line (and How to Make Them Better)
Performance reviews can and should be an important tool for your company because they have the power to impact your bottom line.
How often should your company have performance reviews?
Your organization understands the value of performance reviews, but has struggled to implement them.
How to revamp performance reviews without throwing them away
The idea of doing away with performance reviews is more in vogue than ever. But companies are finding that removing them completely leaves a void and a problem worse than where they started. In this webinar, Jack Altman, CEO & Co-Founder of Lattice, will discuss how you can change your performance review process to something your employee and leadership team can all get behind.
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Performance Review Overview
Performance reviews can and should be an important tool for your company because they have the power to impact your bottom line. The performance review has had a lot of bad press lately, but, within a dynamic, transparent, and continuous system of performance management, an annual (or more often) performance review becomes the period at the end of a performance management sentence. While there are definitely negative aspects of performance reviews, the truth is that good performance reviews still provide a lot of value to both employees and their companies.
Performance reviews can and should be an important tool for your company because they have the power to impact your bottom line. Modern companies should take a holistic view of performance reviews as a valuable cornerstone to a good people management system.
A well-run performance review is a give and take. It's about opening up a discussion between an employee and a manager to build a working relationship, where an employee knows that a manager sees and understands their work and wants to help them progress. It can also offer a space for managers themselves to change their behavior after hearing what could better serve employees. When a manager runs — and follows up on — a successful performance review, it sets the groundwork for better relationships and more empowerment and autonomy for your team. And when employees feel like they can speak up, take charge of their own work, come up with new ideas and better their process with the support of their manager, they'll grow and stay with the company, not churn out at a cost to you.